Relevant bibliographies by topics / Workgroups

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Workgroups'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 January 2023

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Journal articles on the topic "Workgroups"

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Yousaf, Momna, Muhammad Majid Khan, and Adil Tahir Paracha. "Effects of Inclusive Leadership on Quality of Care: The Mediating Role of Psychological Safety Climate and Perceived Workgroup Inclusion." Healthcare 10, no. 11 (November 11, 2022): 2258. http://dx.doi.org/10.3390/healthcare10112258.

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Purpose: The aim of the study is to investigate the multilevel effects of the inclusiveness of workgroup leaders on quality of care by intervening through a “psychological safety climate” at the group level and “perceived workgroup inclusion” at the individual level within professionally diverse workgroups of healthcare professionals. Material and Methods: Data are collected from 305 healthcare professionals nested in 61 workgroups and 305 patients treated by the same workgroups working in public-sector hospitals in Pakistan. Hypothesized relationships are tested through multilevel analyses using Mplus 7. Results: The results of the study show that inclusive leadership can enhance the quality of care delivered by multiprofessional workgroups of healthcare professionals through perceived workgroup inclusion. Further, the psychological safety climate does not mediate the relationship between inclusive leadership and quality of care individually, but it transmits the effects of inclusive leadership through perceived workgroup inclusion on quality of care. Conclusion: The results of the study suggest that the inclusiveness of workgroup leaders, the psychological safety climate, and perceived workgroup inclusion can create safe and inclusive interpersonal mechanisms that play a key role in transmitting the positive effects of inclusive leadership on quality of care.
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Janssen, Suzanne, Joël Tahitu, Mark van Vuuren, and Menno D. T. de Jong. "Coworkers’ Perspectives on Mentoring Relationships." Group & Organization Management 43, no. 2 (September 22, 2016): 245–72. http://dx.doi.org/10.1177/1059601116669641.

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Research into workplace mentoring is primarily focused on the experiences and perceptions of individuals involved in the relationship, while there is scarcely any research focusing on the impact of mentoring relationships on their social environment. This exploratory research aims to give insight into how coworkers’ perceptions and experiences of informal mentoring relationships in their workgroup are related to their perceptions of workgroup functioning. The results of 21 semistructured interviews show that coworkers believe that mentoring relationships affect their workgroup’s functioning by influencing both their workgroup’s performance and climate. Coworkers applied an instrumental perspective and described how they think that mentoring relationships both improve and hinder their workgroup’s performance as they influence the individual functioning of mentor and protégé, the workgroup’s efficiency, and organizational outcomes. Furthermore, coworkers applied a relational perspective and described how mentoring relationships may influence their workgroup’s climate in primarily negative ways as they may be perceived as a subgroup, cause feelings of distrust and envy, and are associated with power issues. The results of this study emphasize the importance of studying mentoring relationships in their broader organizational context and set the groundwork for future research on mentoring relationships in workgroups.
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Schroeder, Krista, Janet A. Deatrick, Heather Klusaritz, Cory Bowman, Tracey T. Williams, Joanne Lee, Garry Mills, et al. "Using a Community Workgroup Approach to Increase Access to Physical Activity in an Underresourced Urban Community." Health Promotion Practice 21, no. 1 (August 18, 2019): 5–11. http://dx.doi.org/10.1177/1524839919867649.

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Background. Regular physical activity is associated with improved physical and psychosocial well-being. Increasing access to physical activity in underresourced communities requires collaborative, community-engaged methods. One such method is community workgroups. Purpose. The purpose of this article is to describe implementation, strengths, challenges, and results of the workgroup approach as applied to increasing access to physical activity, using our recent study as an illustrative example. Method. A 1-day conference was held in April 2017 for community leaders. The first half of the conference focused on disseminating results of a multifaceted community assessment. The second half entailed community workgroups. Workgroups focused on applying community assessment results to develop strategies for increasing access to physical activity, with plans for ongoing workgroup involvement for strategy refinement and implementation. A professional artist documented the workgroup process and recommendations via graphic recording. Results. Sixty-three community leaders attended the conference and participated in the workgroups. Workgroup participants reported that greater macrosystem collaboration was critical for sustainability of physical activity programming and that, particularly in underresourced urban communities, re-imagining existing spaces (rather than building new spaces) may be a promising strategy for increasing access to physical activity. Discussion. Considered collectively, the community workgroup approach provided unique insight and rich data around increasing access to physical activity. It also facilitated stakeholder engagement with and ownership of community health goals. With careful implementation that includes attention to strengths, challenges, and planning for long-term follow-up, the community workgroup approach can be used to develop health promotion strategies in underresourced communities.
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Chen, Wei Fang, Jian Bin Xue, and Pei Huang Lou. "A Collaborative Design and Analysis Environment for Flexible Fixture." Key Engineering Materials 407-408 (February 2009): 225–29. http://dx.doi.org/10.4028/www.scientific.net/kem.407-408.225.

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Designing a flexible fixture is much more complicated. In this paper a collaborative environment was introduced for flexible fixture design. The tasks involved in fixture design are analyzed and decomposed into five subtasks, which are assigned to workgroups by a project manager. The workgroups can be distributed in different departments or in different locations geographically. The framework of collaborate design environment is constructed. Each workgroup is responsible to a certain job. However, the information needed for flexible fixture design is shared among these workgroups. The information exchanging and management in the environment are expressed with a block diagram. Finally, an example of flexible fixture for manufacturing a thin-walled workpiece is employed to illustrate the efficiency of the collaborative environment.
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Abu Bakar, Hassan, and Robert M. McCann. "An Examination of Leader-Member Dyadic Politeness of Exchange and Servant Leadership on Group Member Performance." International Journal of Business Communication 55, no. 4 (August 3, 2015): 501–25. http://dx.doi.org/10.1177/2329488415597517.

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Integrating conversational constraint theory and models of homophily and relational dyadic communication, this study investigates how leader-member politeness exchange and servant leadership influence group member performance in a Malaysian organizational context. Using hierarchical linear modeling with data obtained from a sample of 510 employees, 65 workgroups, and 3 organizations, a politeness of exchange-servant leadership model was tested. Results show that servant leadership was positively and significantly associated with workgroup manager’s ratings of group member’s performance. The positive association between servant leadership and group member performance is more pronounced when managers and members in workgroups are high in politeness of exchange in their interactions. As predicted, leader-member dyadic politeness of exchange within the workgroup manager-group member dyads moderated this positive association.
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Huang, Rong-yau, and Kuo-Shun Sun. "An optimization model for workgroup-based repetitive scheduling." Canadian Journal of Civil Engineering 33, no. 9 (September 1, 2006): 1172–94. http://dx.doi.org/10.1139/l06-057.

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Most construction repetitive scheduling methods developed so far have been based on the premise that a repetitive project is comprised of many identical production units. Recently, Huang and Sun (2005) developed a workgroup-based repetitive scheduling method that takes the view that a repetitive construction project consists of repetitive activities of workgroups. Instead of repetitive production units, workgroups with repetitive or similar activities in a repetitive project are identified and employed in the planning and scheduling. The workgroup-based approach adds more flexibility to the planning and scheduling of repetitive construction projects and enhances the effectiveness of repetitive scheduling. This work builds on previous research and develops an optimization model for workgroup-based repetitive scheduling. A genetic algorithm (GA) is employed in model formation for finding the optimal or near-optimal solution. A chromosome representation, as well as specification of other parameters for GA analysis, is described in the paper. Two sample case studies, one simple and one sewer system project, are used for model validation and demonstration. Results and findings are reported.Key words: construction scheduling, repetitive project, workgroup, optimization, genetic algorithm.
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Bakar, Hassan Abu, and Leah M. Omilion-Hodges. "Relative leader-member relationships within group context." Corporate Communications: An International Journal 23, no. 4 (October 1, 2018): 582–98. http://dx.doi.org/10.1108/ccij-01-2018-0001.

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Purpose Although the importance of group leader and group member dyadic relationships has been increasingly emphasized, only few studies have focused on the dyadic level analysis of leader–member relationships. By integrating theories of relational leadership and relational dyadic communication among workgroups, the purpose of this paper is to propose a theoretical model that links relative leader–member exchange quality (RLMX) and relative leader–member conversation quality (RLMCQ) to group performance, as mediated by group cooperation. Design/methodology/approach The model was tested in a field study with multiple sources, including 232 leader–member dyads and 407 workgroup peer dyads among 70 intact workgroups. Data were collected on-site during paid working hours from four training sessions. Group members were surveyed four times (Time 1, Time 2 and Time 3) and group leaders were surveyed once (Time 4) to minimize common method bias. The hierarchical linear modeling and polynomial regression approach were used to determine the mediating effects of the group cooperation. Findings In this study, the authors found support for indirect effects of relative RLMX and RLMCQ on group performance through the mediating role of group cooperation. Research limitations/implications The cross-sectional design of the current study is to be interpreted with caution, concerning any conclusions about the causal ordering of the variables in the model. Practical implications In organizational situations with group leaders and group members already in high-quality relationships and conversation, management should endeavor to facilitate opportunities for cooperation among group members and a means to also enhance team–member exchange. Originality/value By introducing LMCQ and group member cooperative behavior in workgroups, this study actively respond to the scholars’ warnings that ignoring the workgroup context may hamper the progress in understanding the factors that will inhibit or enhance workgroup behavior.
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Sasidharan, Sharath, Radhika Santhanam, and Daniel Brass. "Assimilation of Enterprise Information Systems." International Journal of Technology Diffusion 8, no. 1 (January 2017): 18–32. http://dx.doi.org/10.4018/ijtd.2017010102.

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Prior research has indicated that employees rely on their informal social network to acquire knowledge essential for assimilating new technologies into their work practices. This study investigates the role of the help desk and online help in providing knowledge support for individual users and workgroups after the implementation of an Enterprise Information System. In addition to the informal social network, the people-driven help desk and system-driven online help are incorporated into a multi-modal social network framework to understand their synergistic impact on implementation success. The findings of the study indicate that the help desk provides knowledge support to both individuals and workgroups, while online help has a nuanced effect that depends on the density of individual and workgroup social network connections. The study further emphasizes the relevance of multi-modal social networks in understanding the combined network effects of people and systems.
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Hinsz, Verlin B., Ernest Park, Angela K. y. Leung, and Jared Ladbury. "Cultural Disposition Influences in Workgroups: A Motivational Systems Theory of Group Involvement Perspective." Small Group Research 50, no. 1 (September 24, 2018): 81–137. http://dx.doi.org/10.1177/1046496418797443.

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Modern organizations often involve workgroup members who have different cultural heritage. This article provides an examination of how different cultural dimensions (e.g., uncertainty avoidance, individualism–collectivism) influence the ways that workgroups and their members respond to situations that involve threats and rewards. The threats and rewards activate distinct response patterns that are associated with a motivational systems theory of group involvement. Based on this theoretical foundation, a cultural dispositions approach is applied to reveal how culture could impact the ways group members respond (cognitively, affectively, motivationally) to situations that involve varying degrees of threats or rewards. This focus on cultural dispositions locates this article in the larger theoretical context of persons within situations that account for complexities of threat and reward cues as well as groups, organizations, and cultures. Consequently, this article has broad implications to the scientific and applied science communities interested in multicultural workgroups.
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Pauli, Roman, and Jessica Lang. "Collective resources for individual recovery: The moderating role of social climate on the relationship between job stressors and work-related rumination – A multilevel approach." German Journal of Human Resource Management: Zeitschrift für Personalforschung 35, no. 2 (March 25, 2021): 152–75. http://dx.doi.org/10.1177/23970022211002361.

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In this study, we link cognitive processes of recovery to the social context in which employees experience job stressors. The aim was to examine how the social context in which employees experience work stressors is associated with individuals’ work-related thoughts in nonwork time and thus may prolong work-related mental efforts beyond working hours. We used aggregated individual ratings on social relations with colleagues and supervisors as a primer for social climate within workgroups, calculated the rate of permanent employment contracts per workgroup as a proxy for the stability of social relations within workgroups and used organizational affiliations to specify job settings in terms of routine versus creative tasks. Drawing on cross-sectional data from a psychosocial risk assessment and occupational health promotion survey of N = 1836 employees in 118 workgroups with different occupations at a German university, we tested multilevel random-coefficient models for affective rumination and problem-solving pondering. Results indicated a negative association of collegial climate with affective rumination but no association with problem-solving pondering. Supervisory climate was unrelated to both types of ruminative thinking. The stability of social relations within workgroups was negatively associated with affective rumination as well as with problem-solving pondering, whereas the job setting was only associated with problem-solving pondering. A cross-level interaction indicated a positive moderation effect of collegial climate on the relationship between job stressors and affective rumination. The findings indicate that a positive collegial climate can buffer the negative impact of low to average levels of job stressors on work-related thoughts and lead to the conclusion that the social context in which job stressors are experienced may alter individuals’ ability to mentally unwind from work.
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Dissertations / Theses on the topic "Workgroups"

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Sciboz, Daniel. "Self-directed workgroups." Doctoral thesis, Humboldt-Universität zu Berlin, Mathematisch-Naturwissenschaftliche Fakultät II, 2010. http://dx.doi.org/10.18452/16220.

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Die vorliegende Dissertation wurde mit dem Ziel entworfen, ein besseres Verständnis zu erlangen, was die Anforderungen sind, die den künftigen Arbeitsgruppenmitgliedern erlauben, Bedürfnissen von modernen Unternehmen zu genügen. Die Kooperationsbereitschaft von Gruppenmitgliedern scheint ein Schlüsselfaktor zu sein, der ihre Fähigkeit freisetzt, einer beliebigen Aufgabe entgegen zu handeln. Quantitative wie auch qualitative Daten wurden im Rahmen einer explorativen Studie erhoben. Ein Fragebogen (Intercultural Attitude Orientation) wurde mit der Absicht entwickelt, Einstellung von Individuen gegenüber Diversität quer durch Populationen abzufragen. An der explorativen Studie haben 1351 Individuen aus 97 Ländern teilgenommen. Bei einer Faktorenanalyse von 12 Items wurde die entgültige acht Items umfassende Skala gebildet. Eine experimentelle Gruppenstudie wurde entworfen, um Entscheidungsprozesse anzustoßen, die erkennen lassen, ob die Kooperationsbereitschaft der Gruppenmitglieder die Gruppenperformanz erhöht. An der experimetellen Studie haben 249 Individuen teilgenommen, die nach einem Zufallsverfahren in Arbeitsgruppen eingeteilt wurden. Die unabhängigen Variablen waren demografische Gruppenkomposition und Informationsdiversität. Die abhängigen Variablen waren Messungen der Gruppenperformanz. Es wurde festgestellt, dass trotz der demografischen Gruppenkomposition Arbeitsgruppen, die Pakete mit unterschiedlichen Informationen erhielten, besser abgeschnitten haben, als Gruppen, denen Pakete mit ähnlichen Informationen zur Verfügung gestellt wurden. Erfahrung der Gruppenmitglieder mit Diversität, ihre Einstellung gegenüber Diversität, Social Dominance Orientation, Zufriedenheit, Kooperation, Ähnlichkeit in Arbeitsstil und Anzahl der gesprochenen Sprachen wurden getrennt im Hinblick auf die Gruppenergebnisse analysiert. Es wurde herausgefunden, dass diese Messungen in einigen Fällen zueinander in Beziehung standen, was einen Einfluß auf Gruppenprozess hatte.
The current dissertation has been designed with the attempt to seek a better understanding of the requirements for prospective workgroup members to fit demands of today''s organizations. Members'' willingness to cooperate appears to be a key factor unlocking their ability to act upon any given task. Quantitative as well as qualitative data have been gathered in the context of an explorative study. A questionnaire (Intercultural Attitude Orientation) has been constructed with the intent to sense individuals'' attitude toward diversity across populations diverging in age, gender, nationality, and occupational status. The explorative study involved the participation of 1351 individuals from 97 different countries. Out of twelve explorative items, one factor solution was extracted, thus building the final 8-item scale. An experimental group study was designed to elicit decision-making procedures set to entangle whether or not members'' readiness to cooperate enhances group performance in the context of a short and cognitively demanding task. The experimental study involved the participation of 249 individuals randomly assigned into workgroups. The two independent variables were group demographical composition and information diversity. Demographical composition was defined either according to national or gender demographics. The outcome variables were measures of workgroup performance. It was found that despite workgroup demographical composition, groups which received diverse information, performed better than workgroups, which received similar information. Members'' quality and quantity of exposure to diversity, attitude toward diversity, social dominance orientation, satisfaction, cooperation, work-style similarity, and number of spoken languages were separately analyzed with regard to group outcomes. Findings revealed that these measures were in some cases linked to one another, thus affecting group process.
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Filimon, Fasola Magdalena. "Gender segregated or gender integrated workgroups?" Thesis, Malmö högskola, Lärarutbildningen (LUT), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-30999.

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Malmö högskolaLärarutbildningenSkolutveckling och ledarskapVårterminen 2006 Filimon Fasola, Magdalena (2006) Könssegregerat eller könsintegrerat grupparbete? (Gender segregated or gender integrated workgroups?) Malmö: LärarutbildnnigenSyftet med examensarbetet var att undersöka vilken inställning till arbetet i könsintegrerade respektive könssegregerade grupper eleverna har i de klasser jag undervisade i under min vft. Undersökningen gjordes i två klasser, en sjua och en åtta. Arbetet avgränsades av tre frågeställningar:•Vilken inställning har eleverna till arbetet i könsintegrerade respektive könssegregerade grupper?•Har vanan att umgås med det motsatta könet utanför skolan någon betydelse för hur eleverna ser på arbetet i könsintegrerade respektive könssegregerade grupper?•Har gruppsammansättningen någon betydelse för hur eleverna arbetar?Arbetet grundar sig på litteraturstudier och en kvantitativ undersökning som består av en enkät.Min slutsats är att både pojkarna och flickorna i undersökningen föredrar könsintegrerade grupper.Nyckelord: Genus, grupparbete, könsintegration, könssegregationFörfattare: Magdalena Filimon FasolaHandledare: Elna Johansson
AbstractFilimon Fasola, Magdalena (2006) Gender segregated or gender integrated workgroups? The aim with the essay was to investigate what is the attitude that pupils in the classes I was teacher to during my practice have regarding gender integrated respective gender segregated workgroups. The investigation was made in two classes, a seventh and an eight. The study was limited by three questions:•What is the attitude that pupils have regarding gender integrated respective gender segregated workgroups?•Does the habit to spend time with the opposite sex outside the school have any significance for how the pupils perceive gender integrated respective gender segregated workgroups?•Does the group’s assembly have any significance for how pupils work? The work is based on studies of literature and a quantitative investigation which consists of a questionnaire.My conclusion is that both boys and girls who took part in the investigation prefer gender integrated workgroups. Key words: gender, gender integration, gender segregation, workgroups. Author: Magdalena Filimon FasolaSupervisor: Elna Johansson
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Lawson, John James. "Factors effecting social interaction in newly formed clerical workgroups." Thesis, University of Brighton, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.302282.

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Doyle, Sarah Page. "Dynamic Hierarchy: How and Why Status Change Affects Helping in Workgroups." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1491997255024357.

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Hite, Dwight M. "Leader Emergence and Effectiveness in Virtual Workgroups: Dispositional and Social Identity Perspectives." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc11035/.

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In today's global competitive environment, many organizations utilize virtual workgroups to overcome geographic and organizational boundaries. Research into their dynamics has received the attention of scholars within multiple disciplines, and the potential for an integrative approach to the study of virtual workgroups exists. This dissertation is a first step towards such an approach. The primary aim of this research is to examine antecedent and contextual factors that affect the emergence and effectiveness of leaders in virtual workgroups. To achieve this aim, an integrative model assembled from theory and empirical findings in leadership, management, social identity, and communications research is posited. Hypothesized relationships depicted in the model identify key dispositional and contextual variables linked to leader emergence, member behavior, and leader effectiveness within virtual workgroups. This study employed a nonexperimental research design, in which leader emergence and social identity manifest as naturally occurring phenomena. Data collection occurred via two web-based surveys administered at different points in time. Hypothesized relationships were tested utilizing correlational and hierarchical moderated multiple regression analyses. The findings of this dissertation suggest that traits, such as personality and cognitive ability, are not associated with leader emergence in virtual workgroups. In addition, the results indicate that the exhibition of relationship-oriented leader behaviors enhances group identity. In turn, identification is associated with increases in perceptions of leader effectiveness and decreases in counterproductive behavior exhibited by group members. This dissertation exposes an important limitation to the application of trait leadership theory. It also demonstrates the importance of relationship-oriented behavior and social identity in virtual contexts. Further, it advances an integrative theoretical model for the study of virtual workgroup phenomena. These contributions should assist and inform other researchers, as well as practitioners, interested in leadership and group member behavior in virtual workgroups.
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Vos, Menno W. "Identity patterns in diverse workgroups improving social integration outcomes through relational identities /." [S.l. : [Groningen : s.n.] ; University of Groningen] [Host], 2009. http://irs.ub.rug.nl/ppn/.

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Hite, Dwight M. Davis Mark Alan. "Leader emergence and effectiveness in virtual workgroups dispositional and social identity perspectives /." [Denton, Tex.] : University of North Texas, 2009. http://digital.library.unt.edu/permalink/meta-dc-11035.

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Chamberlain, Lindsey. "The Effects Of Emotion Work On Burnout Components And Burnout's Effects On Workgroups." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1229702053.

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Chamberlain, Lindsey J. "The effects of emotion work on burnout components and burnout's effects on workgroups." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1229702053.

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Broadwater, James C. "Implementing the modern office environment : some experience with Windows for Workgroups® and Groupware /." Thesis, Monterey, California. Naval Postgraduate School, 1993. http://hdl.handle.net/10945/39916.

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This thesis attempts to transform the typical non-digital office into an efficient and productive digital office. The digital office will function as an environment that will operate as a system, integrating routine office functions with groupware. The design will utilize Windows for Workgroups as the network operating system and integrate groupware as tools to enhance office operations. The lessons learned from this experience will serve as a baseline for future experiments in the integration of commercial off-the-shelf products to a networked office environment.
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Books on the topic "Workgroups"

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Dimock, Hedley G. Making workgroups effective. 3rd ed. North York, Ont: Captus Press, 1994.

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1938-, Kass Rachel R., ed. Making workgroups effective. 4th ed. Concord, ON: Captus Press, 2011.

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Inside Windows for workgroups. Carmel, Ind: New Riders Pub., 1992.

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Bruce, Dobson, ed. Networking Windows for workgroups. Berkeley: Osborne McGraw-Hill, 1993.

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Networking Windows for workgroups. New York: Wiley, 1993.

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1962-, Lorenz Lori L., and O'Mara R. Michael 1951-, eds. Windows for workgroups companion. Redmond, Wash: Microsoft Press, 1993.

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Boyce, Jim. Inside Windows for workgroups. Carmel, (Ind.): New Riders Publishing, 1992.

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E, Wheeler Mark, ed. Introducing Windows for workgroups. Danvers, Mass: Boyd & Fraser Pub. Co., 1994.

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Crockett, Henry David. Exploring Windows for workgroups. Danvers, Mass: Boyd & Fraser, 1994.

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Bierer, Doug. Connecting Windows for Workgroups 3.1. Carmel, IN: Que, 1993.

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Book chapters on the topic "Workgroups"

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Kopper, Enid. "Multicultural Workgroups and Project Teams." In Interkulturelles Management, 229–51. Heidelberg: Physica-Verlag HD, 1992. http://dx.doi.org/10.1007/978-3-662-41541-2_10.

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Johnson, Brian R. "Unfocused Interaction in Distributed Workgroups." In Computer Aided Architectural Design Futures 2001, 401–14. Dordrecht: Springer Netherlands, 2001. http://dx.doi.org/10.1007/978-94-010-0868-6_30.

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Caserta, Marco, and Stefan Voß. "Workgroups Diversity Maximization: A Metaheuristic Approach." In Hybrid Metaheuristics, 118–29. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-38516-2_10.

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Gallardo, Katherina. "The Importance of Assessment Literacy: Formative and Summative Assessment Instruments and Techniques." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 3–25. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_1.

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Chujfi, S., H. Traifeh, T. Staubitz, R. Refaie, and C. Meinel. "Exploring Collaboration and Assessment of Digital Remote Teams in Online Training Environments." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 27–53. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_2.

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Prendes-Espinosa, M. P., I. Gutiérrez-Porlán, and P. A. García-Tudela. "Collaborative Work in Higher Education: Tools and Strategies to Implement the E-Assessment." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 55–84. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_3.

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Oliveira, D. M., and A. L. Terra. "Online and Collaborative Tools During Academic and Erasmus Studies." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 85–115. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_4.

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Popescu, C., and L. Avram. "Good Practices for Online Extended Assessment in Project Management." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 117–42. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_5.

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Küppers, Bastian, and Ulrik Schroeder. "FLEX: A BYOD Approach to Electronic Examinations." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 145–79. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_6.

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Maderer, Joachim, and Christian Gütl. "Antares: A Flexible Assessment Framework for Exploratory Immersive Environments." In Workgroups eAssessment: Planning, Implementing and Analysing Frameworks, 181–207. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9908-8_7.

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Conference papers on the topic "Workgroups"

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Chandra, Surendar, and Nathan Regola. "Moderated group authoring among weakly connected workgroups." In 6th Annual International Conference on Mobile and Ubiquitous Systems: Computing, Networking and Services. IEEE, 2009. http://dx.doi.org/10.4108/icst.mobiquitous2009.7011.

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Burdett, Greg, and Raymond K. Y. Li. "A quantitative approach to the formation of workgroups." In the 1995 ACM SIGCPR conference. New York, New York, USA: ACM Press, 1995. http://dx.doi.org/10.1145/212490.212599.

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Boonstra, Kathryn. "Learning Opportunities in Collaborative Pre-K Teacher Workgroups." In 2021 AERA Annual Meeting. Washington DC: AERA, 2021. http://dx.doi.org/10.3102/1685750.

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Chandra, Surendar, and Nathan Regola. "Flockfs, a moderated group authoring system for wireless workgroups." In 6th Annual International Conference on Mobile and Ubiquitous Systems: Computing, Networking and Services. IEEE, 2009. http://dx.doi.org/10.4108/icst.mobiquitous2009.6814.

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Reynolds, Lindsay. "The use of awareness displays for role clarity in distributed workgroups." In CSCW '12: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2012. http://dx.doi.org/10.1145/2141512.2141616.

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Díaz-Carrasco, Pilar, Rafa Bergillos, Marian Serrano, Agustín Millares, Pedro Magaña, Marta Egüen, and Miguel Ortega-Sánchez. "UNBIASED EVALUATION OF WORKGROUPS MEMBERS IN THE FIELD OF CIVIL ENGINEERING." In International Conference on Education and New Learning Technologies. IATED, 2017. http://dx.doi.org/10.21125/edulearn.2017.0976.

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Zakaria, Camellia, Kenneth Goh, Youngki Lee, and Rajesh Balan. "Exploratory Analysis of Individuals' Mobility Patterns and Experienced Conflicts in Workgroups." In the 5th ACM Workshop. New York, New York, USA: ACM Press, 2019. http://dx.doi.org/10.1145/3325426.3329946.

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Chena, Hsieh-Ching, Yu-Wen Chena, Yung-Ping Liub, and Yi-Tsong Pan. "Quantitative Assessment of Computer Inputs and Musculoskeletal Complaints among Three Workgroups." In Applied Human Factors and Ergonomics Conference. AHFE International, 2018. http://dx.doi.org/10.54941/10045.

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Musculoskeletal disorders associated with computer use are closely related to the level of computer exposure. Various studies have been conducted for recording and evaluating long-term use of mouse and keyboard in computer workers. However, keyboard exposure is distributed over two hands and different fingers and mouse workload is mainly borne by the dominant hand which is with significantly higher musculoskeletal risk. This study utilizes an external logger for onsite measurements of computer activities in three professional groups over 6 months. All subjects include twelve university administrators, eight computer-aided design (CAD) draftsmen, and eight software programmers. Individual participant’s typing pattern was determined by a novel hardware and software developed in this study to separate keyboarding workload in the dominant hand from that in the nondominant hand. Each participant’s daily computer exposures, number of keystroke typing and mouse clicking, in one’s dominant and nondominant hand were then predicted by individual typing pattern and the logged computer activities. Estimated computer exposures of participants’ dominant and nondominant hand were then correlated with the musculoskeletal complaints collected by a questionnaire of body part discomfort rating. Regression analysis show participants’ average daily computer exposure was only moderately correlated with their hand discomfort. Research finding suggests computer associated discomfort may be affected by factors other than keyboard and mouse exposures.
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Balzarotti, Davide, Carlo Ghezzi, and Mattia Monga. "Supporting configuration management for virtual workgroups in a peer-to-peer setting." In the 14th international conference. New York, New York, USA: ACM Press, 2002. http://dx.doi.org/10.1145/568760.568849.

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"Using Ethnographic Techniques to Describe Requirements Engineering Processes in Geographic Information Systems Workgroups." In The 5th International Workshop on Modelling, Simulation,Verification and Validation of Enterprise Information Systems. SciTePress - Science and and Technology Publications, 2007. http://dx.doi.org/10.5220/0002433701690174.

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Reports on the topic "Workgroups"

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Michele Gagnon. NAAG/DOE Workgroup Report of Activity and Accomplishments. Office of Scientific and Technical Information (OSTI), September 2000. http://dx.doi.org/10.2172/894172.

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Bock, Geoffrey. Competing Directions from IBM and Microsoft for Workgroup Computing. Boston, MA: Patricia Seybold Group, February 2005. http://dx.doi.org/10.1571/psgp2-11-05cc.

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Iatsyshyn, Anna V., Iryna H. Hubeladze, Valeriia O. Kovach, Valentyna V. Kovalenko, Volodymyr O. Artemchuk, Maryna S. Dvornyk, Oleksandr O. Popov, Andrii V. Iatsyshyn, and Arnold E. Kiv. Applying digital technologies for work management of young scientists' councils. [б. в.], June 2021. http://dx.doi.org/10.31812/123456789/4434.

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The publication explores the features of the digital technologies’ usage to organize the work of the Young Scientists’ Councils and describes the best practices. The digital transformation of society and the quarantine restrictions caused by the COVID-19 pandemic have forced the use of various digital technologies for scientific communication, the organization of work for youth associations, and the training of students and Ph.D. students. An important role in increasing the prestige of scientific activity and encouraging talented young people to participate in scientific projects belongs to the Young Scientists’ Councils, which are created at scientific institutions and higher education institutions. It is determined that the peculiarities of the work of Young Scientists’ Councils are in providing conditions for further staff development of the institution in which they operate; contribution to the social, psychological and material support of young scientists and Ph.D. students; creating an environment for teamwork and collaborative partnership; development of leadership and organizational qualities; contribution to the development of digital competence. The advantages of using electronic social networks in higher education and research institutions are analyzed, namely: general popularity and free of charge; prompt exchange of messages and multimedia data; user-friendly interface; availability of event planning functions, sending invitations, setting reminders; support of synchronous and asynchronous communication between network participants; possibility of access from various devices; a powerful tool for organizing the learning process; possibility of organization and work of closed and open groups; advertising of various events, etc. Peculiarities of managing the activity of the Young Scientists’ Council with the use of digital technologies are determined. The Young Scientists’ Council is a social system, and therefore the management of this system refers to social management. The effectiveness of the digital technologies’ usage to manage the activities of the Young Scientists’ Council depends on the intensity and need for their use to implement organizational, presentation functions and to ensure constant communication. The areas to apply digital technologies for the work managing of Young Scientists’ Councils are sorted as the presentation of activity; distribution of various information for young scientists; conducting questionnaires, surveys; organization and holding of scientific mass events; managing of thematic workgroups, holding of work meetings. It is generalized and described the experience of electronic social networks usage for organizing and conducting of scientific mass events.
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Skone, Timothy J., and William E. Harrison, III. Case Study: Interagency Workgroup on Life Cycle GHG Emissions of Alternative Aviation Fuels. Office of Scientific and Technical Information (OSTI), September 2011. http://dx.doi.org/10.2172/1523644.

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Saldanha, Ian J., Andrea C. Skelly, Kelly Vander Ley, Zhen Wang, Elise Berliner, Eric B. Bass, Beth Devine, et al. Inclusion of Nonrandomized Studies of Interventions in Systematic Reviews of Intervention Effectiveness: An Update. Agency for Healthcare Research and Quality (AHRQ), September 2022. http://dx.doi.org/10.23970/ahrqepcmethodsguidenrsi.

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Introduction: Nonrandomized studies of interventions (NRSIs) are observational or experimental studies of the effectiveness and/or harms of interventions, in which participants are not randomized to intervention groups. There is increasingly widespread recognition that advancements in the design and analysis of NRSIs allow NRSI evidence to have a much more prominent role in decision making, and not just as ancillary evidence to randomized controlled trials (RCTs). Objective: To guide decisions about inclusion of NRSIs for addressing the effects of interventions in systematic reviews (SRs), this chapter updates the 2010 guidance on inclusion of NRSIs in Agency for Healthcare Research and Quality (AHRQ) Evidence-based Practice Center (EPC) SRs. The chapter focuses on considerations for decisions to include or exclude NRSIs in SRs. Methods: In November 2020, AHRQ convened a 20-member workgroup that comprised 13 members representing 8 of 9 AHRQ-appointed EPCs, 3 AHRQ representatives, 1 independent consultant with expertise in SRs, and 3 representatives of the AHRQ-appointed Scientific Resource Center. The workgroup received input from the full EPC Program regarding the process and specific issues through discussions at a virtual meeting and two online surveys regarding challenges with NRSI inclusion in SRs. One survey focused on current practices by EPCs regarding NRSI inclusion in ongoing and recently completed SRs. The other survey focused on the appropriateness, completeness, and usefulness of existing EPC Program methods guidance. The workgroup considered the virtual meeting and survey input when identifying aspects of the guidance that needed updating. The workgroup used an informal method for generating consensus about guidance. Disagreements were resolved through discussion. Results: We outline considerations for the inclusion of NRSIs in SRs of intervention effectiveness. We describe the strengths and limitations of RCTs, study design features and types of NRSIs, and key considerations for making decisions about inclusion of NRSIs (during the stages of topic scoping and refinement, SR team formation, protocol development, SR conduct, and SR reporting). We discuss how NRSIs may be applicable for the decisional dilemma being addressed in the SR, threats to the internal validity of NRSIs, as well as various data sources and advanced analytic methods that may be used in NRSIs. Finally, we outline an approach to incorporating NRSIs within an SR and key considerations for reporting. Conclusion: The main change from the previous guidance is the overall approach to decisions about inclusion of NRSIs in EPC SRs. Instead of recommending NRSI inclusion only if RCTs are insufficient to address the Key Question, this updated guidance handles NRSI evidence as a valuable source of information and lays out important considerations for decisions about the inclusion of NRSIs in SRs of intervention effectiveness. Different topics may require different decisions regarding NRSI inclusion. This guidance is intended to improve the utility of the final product to end-users. Inclusion of NRSIs will increase the scope, time, and resources needed to complete SRs, and NRSIs pose potential threats to validity, such as selection bias, confounding, and misclassification of interventions. Careful consideration must be given to both concerns.
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MARBLE ASSOCIATES INC WALTHAM MA. Building Mission Critical Decision Support Systems: The Decision Builder Tool Kit (Trademark) and the Marble Workgroup Computing Paradigm. Fort Belvoir, VA: Defense Technical Information Center, April 1992. http://dx.doi.org/10.21236/ada255014.

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Buck, Michael. Proactive Personality and Big Five Traits in Supervisors and Workgroup Members: Effects on Safety Climate and Safety Motivation. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.268.

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Rico, Helen M., Fred Hall, II Maciolek, and Michael J. From Garage-Band to World Tour: Technical, Security, and Scalability Challenges of a Web-Based Program Management Tool from Workgroup-Level to Enterprise-Class in 24 Months. Fort Belvoir, VA: Defense Technical Information Center, June 2004. http://dx.doi.org/10.21236/ada465793.

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Murad, M. Hassan, Stephanie M. Chang, Celia Fiordalisi, Jennifer S. Lin, Timothy J. Wilt, Amy Tsou, Brian Leas, et al. Improving the Utility of Evidence Synthesis for Decision Makers in the Face of Insufficient Evidence. Agency for Healthcare Research and Quality (AHRQ), April 2021. http://dx.doi.org/10.23970/ahrqepcwhitepaperimproving.

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Background: Healthcare decision makers strive to operate on the best available evidence. The Agency for Healthcare Research and Quality Evidence-based Practice Center (EPC) Program aims to support healthcare decision makers by producing evidence reviews that rate the strength of evidence. However, the evidence base is often sparse or heterogeneous, or otherwise results in a high degree of uncertainty and insufficient evidence ratings. Objective: To identify and suggest strategies to make insufficient ratings in systematic reviews more actionable. Methods: A workgroup comprising EPC Program members convened throughout 2020. We conducted interative discussions considering information from three data sources: a literature review for relevant publications and frameworks, a review of a convenience sample of past systematic reviews conducted by the EPCs, and an audit of methods used in past EPC technical briefs. Results: Several themes emerged across the literature review, review of systematic reviews, and review of technical brief methods. In the purposive sample of 43 systematic reviews, the use of the term “insufficient” covered both instances of no evidence and instances of evidence being present but insufficient to estimate an effect. The results of the literature review and review of the EPC Program systematic reviews illustrated the importance of clearly stating the reasons for insufficient evidence. Results of both the literature review and review of systematic reviews highlighted the factors decision makers consider when making decisions when evidence of benefits or harms is insufficient, such as costs, values, preferences, and equity. We identified five strategies for supplementing systematic review findings when evidence on benefit or harms is expected to be or found to be insufficient, including: reconsidering eligible study designs, summarizing indirect evidence, summarizing contextual and implementation evidence, modelling, and incorporating unpublished health system data. Conclusion: Throughout early scoping, protocol development, review conduct, and review presentation, authors should consider five possible strategies to supplement potential insufficient findings of benefit or harms. When there is no evidence available for a specific outcome, reviewers should use a statement such as “no studies” instead of “insufficient.” The main reasons for insufficient evidence rating should be explicitly described.
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